Would like to know if there are any managers on this board who already know who on your team you have to let go next week or soon? Were you contacted prior to give your input on anyone?
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@ft Jeez. My manager told me they had input.
That's wild that a PL wouldn't have any input. You would know who you can and can't afford to lose. You'd also know who is more equipped to handle upcoming changes.
@ft must feel awful holding on to this until notification time. I am sorry that’s part of your job.
I was told last week who will be impacted. I had zero input.
@c2 if we’re on the same team then everyone might as well be gonezo
@OP my manager said she was not informed of any on my team as of yesterday Thursday however the VP has a list and a number of people to let go and it was told to me that the PL will decide based on metrics ? lol. Should know by end of next week I was told and for sure all will be done by 9/4.
They are notified at least a week before to plan accordingly. So, yes, if in fact the layoffs happen next week, they know. There have also been meetings previously to discuss who goes and who stays. Ultimately the final decision is made between corporate/HR and the consultants.
Many things come into play when the decisions are made. Common factors include:
Your performance and potential: Recent performance reviews, any improvement plans, and leadership's view of your future impact.
Criticality of your role: How essential your role is to core revenue, compliance, or strategic initiatives.
Alignment of your skills: How well your skills match where the company is going (for example, automation, data/AI literacy, or new product lines).
Redundancy: Whether there are multiple people doing similar work, especially after a reorg or merger.
Cost: Higher-paid employees may be scrutinized more, especially where skills overlap, though cost is rarely the only factor because of legal risk